1.1 Individual reviews of all faculty-tenured, tenure-track, non-tenure track are to be conducted annually. It is the responsibility of each department head or designee to review the performance of each faculty member and to keep the appropriate dean apprised of the status of the reviews.

2. PROCEDURES

2.1 The faculty member provides to the department head or designee the written statement of mutual expectations, annual activity report (section 3 below) and plan for professional development (section 4 below), departmental teacher/course evaluations, results of any peer review of teaching, and other pertinent information.

2.2 The review of tenure-track faculty, i.e., not yet tenured, shall include direct consultation, including a meeting between the department head and the faculty member.

2.3 The department head may consult with the tenured faculty of the department and may seek such other advice as he or she deems appropriate in the conduct of the review.

2.4 The department head will provide a written summary of the review; the faculty member may provide a written response. The written summary and any response will become part of the personnel file.

3.2 All faculty members shall submit to their department head an annual activity report concerning their professional activities and achievements during the previous year. This report shall be included in each faculty member's personnel file.

3.3 For this purpose each college or other academic administrative unit having faculty shall develop an appropriate annual activity report format, guidelines and submission dates subject to the approval of the department head and dean.

4. PLANS FOR PROFESSIONAL DEVELOPMENT

4.1 Each faculty member should develop, in consultation with the department head, a plan for professional development that includes the professional goals and aspirations of the individual faculty member and the relationship of these goals to plans for continuing development of the department and college and, where appropriate, to the goals of the university as a whole. For new faculty, this plan should be developed during the first year of the appointment. Progress in meeting professional goals should be included in annual activity reports and considered during evaluations of faculty performance. The plan should be reviewed and updated periodically in light of new developments in the life of the faculty member, the profession, and the department and college.

4.2 The plan for professional development for each faculty member should include a brief description of the following:

4.2.1 Goals--an outline of the professional development and leadership-development goals of the faculty member.

4.2.2 Relevancy--the relevancy of these goals to the mission and plans for enhancement of the department(s), college(s), or other unit(s) in which the faculty member serves.

4.2.3 Mechanisms--the mechanisms of professional and leadership development the faculty member expects to pursue.

4.2.4 Timetable--approximate dates by which progress toward the goals can be expected.

4.2.5 Resources--description of the financial, space, equipment, office, clerical, technical, or other resources (such as mentors, teaching evaluation teams) to facilitate each of the agreed-upon realms of faculty responsibility identified in NCSU REG05.20.27 - Statements of Mutual Expectations and to accomplish the professional development goals of the faculty member, including plans to acquire these resources.

4.3 The annual activity report and plan for professional development become part of the faculty member’s personnel file.